Human resources and labor relations

A value-laden approach to integrating work and family life

Article Abstract:

The hypothesis that work-family conflicts may be based on differences between personal and organizational values is examined. Such conflicts are reinforced by value discrepancies when employees feel that these conflicts are beyond their control. Work-family conflict can be classified into three types: time-based, strain-based and behavior-based, the last refering to the application of behavior appropriate in one context to the other. Analysis of behavior-based work-family conflicts reveals the conditions under which value discrepancies are likely to cause them. Individuals may respond to these conflicts by attempting to change their own or their firm's values, or by leaving their company. Organizations, on the other hand, can reduce such conflicts by emphasizing and rewarding people-orientation aside from technical and intellectual capabilities.

Developing "family-friendly" work policies

Article Abstract:

A report from the independent think-tank Demos in the UK suggests that more fundamental changes in work structure are needed to adapt to the change in gender make-up of the labor market. 'Family-friendly' policies such as job sharing and flexible hours have gone as far as possible without challenging the traditional male-oriented work structure. The report suggests that issues of work and family need to be given a higher priority in organizational planning, with more value given to atypical workers, accommodation of family involvement for males as well as females, and a more flexible definition of career patterns.

Part-time work for women: does it really help balance work and family?

Article Abstract:

The claim that career and non-career women have different responses to part-time work as opposed to a career due to different motivations and work-contexts is argued. However, such work have lower work-to-family interference, and better time management ability for women in both kinds of positions, while career women report less depression and higher life satisfaction.